Understanding the dimensions of diversity help organizations become aware of, appreciate, and value diversity. Four main models emerge from the research carried out in the area of diversity dimensions in the workplace. These are: diversity wheel, four layers of diversity, diversity iceberg, and the kaleidoscope perspective of the individual. The diversity dimensions which are most significant in an Indian organization are language, regional origin, religion, socioeconomic status, gender, ethnicity, and food habits. Irrespective of whichever country or company one belongs to, in order to build a culture of diversity, the key is to respect the sensitivities of the local traditions and norms, understand the `hidden' dimensions, and combine them with global organizational values.

Understanding the dimensions of diversity is a key step for organizations to define what diversity means to them and to become conscious of the attributes that are important for them. While developing diversity initiative, organizations strive to address these dimensions. Recognizing these dimensions also helps individuals and organizations to appreciate how different attributes put together make a person. Overall, becoming familiar with the dimensions of diversity helps one to become aware of, appreciate and value diversity.

Major researches carried out in this field have been presented below. Apart from the illustrated models, there are several minute modifications made over the years to the list of diversity dimensions. Researchers have mostly added a few dimensions, which they consider significant and worth addressing, while managing diversity.

The pioneering research in this field was carried out by Marilyn Loden and Judy Rosener (1991). They define diversity as that "which differentiates one group of people from another along primary and secondary dimensions…" Primary dimensions according to the researchers are, "Those which exert primary influences on ones identity" and secondary dimensions are, "Those which though are less visible, exert a more variable influence on personal identity and add a more subtle richness to the primary dimensions of diversity."

HRM Review Magazine, Global Inclusion, Organizational Dimension, Socioeconomic Status, Information Technology, IT, Global Organizational Values, Internal Dimensions, Institutional Affiliations, Primary Dimensions, Global Organizations, Cultural Dimension, Non-Demographic Attributes, Indian Organization.